Lauren King’s Post

Just had a candidate pull out of a final-stage interview that was scheduled for early next week. He was onsite with another firm yesterday, and they offered him a 50k signing bonus if he accepted the offer on the spot. There's been a lot of talk about this being an employer's market, or the many layoffs happening across the financial space - but the reality is that truly elite talent is still in short supply. No matter how much the market may shift - firms that are targeting the top 1% to 10% of talent still need to be ready to move quickly, put together competitive packages, and sell sell sell! If you'd like to learn more about how make your recruiting process more efficient and attractive to the strongest candidates out there - please reach out and let's chat!

🚨 Have You Heard? 🚨 Monster & CareerBuilder are merging! The merger between #Monster and #CareerBuilder, once dominant players in the job board industry, reflects their efforts to regain relevance in a market increasingly dominated by newer, more innovative platforms like Indeed. Here's what the merger could mean for the long-term future of job boards: 1.) Increased Scale and Reach: By combining forces, Monster and CareerBuilder aim to create a larger, more robust platform. This could potentially offer employers and job seekers a broader reach and more comprehensive service offerings. 2.) Streamlined Operations: The joint venture could lead to efficiencies in operations and possibly a more seamless user experience. This might include improved technology and better integration of services. 3.) Struggle to Innovate: Despite the merger, industry experts like Neil Costa and Steven Rothberg are skeptical about the ability of the combined entity to innovate sufficiently. The perception is that both Monster and CareerBuilder have lagged behind in terms of technology and relevance compared to more agile competitors. 4.) Long-term Relevance: The consensus among analysts is that while the merged entity may maintain some level of relevance in the short term, its ability to shape the industry or lead innovation is likely diminished. They draw parallels to the Kmart-Sears merger, where combining two struggling brands did not necessarily lead to renewed market dominance. 5.) Brand Survival: There is speculation about which brand name will ultimately survive post-merger. Some experts believe that retaining both Monster and CareerBuilder as separate entities may not be wise for maximizing revenue and relevance. 6.) Declining Influence: Over time, it's expected that the influence of Monster and CareerBuilder will continue to wane as newer, more dynamic platforms attract both job seekers and employers with innovative features and user-friendly interfaces. In essence, while the merger might provide a short-term boost in scale and operational efficiency, the fundamental challenge remains for Monster and CareerBuilder to reinvent themselves significantly enough to reclaim leadership in a rapidly evolving digital job market. Via: (SHRM)

After joining RecruiterU, Greg shifted his focus from business development to recruiting. Thanks to the program, he was able to confidently handle a gauntlet of business he never had before. During this time, Greg monitored his marketing numbers and realized they were soft. By doing this, he was able to anticipate lower placements for the next few months. Fortunately Greg was already ahead of the curve and thanks to monitoring his numbers with metrics, he knew exactly which areas to improve moving forward! #recruiter #recruiting #recruitinglife #recruiters #headhunter #executivesearch #executivesearchfirm #recruitingfirm #milliondollarrecruiter #recruiterthinktank

🧳 Businesses have lifecycles... 🔁 That's covered in orientation, right? What is your mindset going into a job? You are processing many emotions which can feel like a roller coaster: ✅ Excitement and anticipation ✅ Anxiety and apprehension ✅ Confidence and resolve ✅ Adaptation and learning ✅ Social and relational 🚫 You probably aren't thinking about your employer's business operations, their strategic plan, how much cash they have on hand, or their balance sheet, or how long they will be in business. Yet, all of these realities are professionally, and emotionally impactful to you! Are you thinking about: ❓ Is the company selling and downsizing through layoffs? ❓ What about a reorganization that eliminates the group that hired you, and reassigns you to another job? ❓ Maybe your new employer acquires a company and creates a new business unit that interests you? 💡 The point is that businesses have lifecycles, and the more you understand where your employer is in their lifecycle the better you can prepare yourself and your career! I am not suggesting that you avoid risk-taking completely...I am suggesting that understand your employer's business such that you: 1️⃣ Play a constructive part in their growth and journey. 2️⃣ Understand, based on where the company is in its lifecycle, what your likely tenure could be. 3️⃣ Maximize your experience there by taking advantage of learning opportunities; as many as possible increasing your skills! 4️⃣ Prepare (the best you can) for the chaos and confusion that comes when companies evolve. When businesses evolve many employees aren't ready for the change, and that's awful! Actually, it's a disservice. 💡 What if business transparency, education, and preparedness (specific to your employer) were available trainings? Perhaps then layoffs would be less stressful and tragic for everyone! Here are a few ideas to become more informed on the business lifecycle for your employer: ➡️ If your employer is publicly traded listen to their quarterly conference calls, and investor conferences. These can usually be found on the company's Investor Relations webpage. ➡️ Identify the company's competitors and listen to their quarterly conference calls, and investor conferences, and read their press releases. ➡️ Ask your supervisor about the company's strategic plan, and/or if they can walk you through it. ➡️ Reach out to me and I will help you out 😃. Businesses have lifecycles... 💪 ...and you have skills...remember that! ❓ What are your ideas for an more equitable business/employee exchange of time? #businesslifecycle #layoffs #getahead #transparencymatters #upskilling #honestymatters

Job cut announcements surged in January, reaching the highest level in 10 months, with a total of 82,307 layoffs. This marked a significant increase of 136% from December's 34,817, as reported by outplacement firm Challenger, Gray & Christmas. The data revealed a restructuring trend in the financial and technology sectors, leading to the highest monthly total since March 2023. However, on a yearly basis, the overall announced job cuts decreased by 20% compared to January 2023. Particularly in the financial industry, employers announced 23,238 job cuts, more than double the figure from the previous year.

Our Hariley Solutions team has had quite the rollercoaster ride inside the 'Hariley House.' 👇 Let's take a closer look at what they've experienced during their stay: 🌟 Steve: The Recruiter Extraordinaire 🚀 Steve was on fire! Not only did he place 11 permanent candidates in top-notch roles, but he also managed to make everybody a morning brew! 🌟 Bryn: The Resilient Innovator 💪 Bryn encountered a couple of hiccups while scouting 10 potential candidates for a client. Unfortunately, delays in container deliveries pressed the pause button on the original plan. However, Bryn successfully found alternative placements for these candidates! 🌟 Harrison: The Matchmaker Maven ❤️ Harrison may have had one temp candidate leave unexpectedly, but he also found a remarkable placement that brought joy to our client's life. 🌟 Jade: The Sensation 📱 Jade handled the resourcing tasks exceptionally efficiently, ensuring our candidates and clients received top service. 🌟 Ryan: The Problem Solver 🧩 Ryan faced a unique challenge when a client requested a highly specialised role. Though it was tough, Ryan persevered and eventually found the perfect match. In the 'Hariley House,' they experienced the highs and lows of recruitment, proving that resilience, innovation, and determination can lead to success. 👀 #HappyWithHariley #HiringWithHariley

As Jocko would say, Good! :) When this lead first reached out, they were a referral and came highly recommended through a longtime client. However, their vertical and search criteria for this specific project weren't necessarily in my wheelhouse. As always, happy to help in any way I can. After our first call, I set up a time to roll through my process, advise on how they should qualify a search firm, AND provide them with 2 other search firms I felt were more aligned with this project. Guess what? It played out exactly as it should have, and I'm SO excited to see who they find to lead their organization. That old saying, "You can't win them all" is myopic at best, when your success criteria is adding value, it's hard to lose. Happy Hiring everyone! #executivesearch #hiring #recruitment #CEO #COO #EOS #werunoneos #integrator

Layoffs happen for a variety of reasons, and they're not always tied to performance. If you find yourself ramping up for a career search after being laid off, here are a few strategies to be competitive: • Update your LinkedIn as soon as possible. It’s normal to take a few days of reflection, but don’t wait two weeks to make it public. • Revamp your professional résumé and start networking. Consider sharing the most updated version with your closest friends and colleagues. • Treat your career search as a full-time job. We recommend spending 20-30 hours a week dedicated to research and outreach. Click here to read the full list of tips: https://bit.ly/45QIMeR

On behalf of those actively waiting to see where God takes us next, thank you to friends and colleagues for providing encouragement and leads. Regardless of whether your support directly lands someone in their next spot, it matters. God uses us to be the hands and feet of Jesus in so many ways. No gesture is to small! In many cases, we may never know how commenting, liking or sharing a post allowed the poster to be connected where God always intended to plant them. That is all part of how God uses us to support one another in accomplishing His plans for each of us! I also want to thank recruiters for going above and beyond to provide leads and tips as much as they can. We appreciate you! There was a post by a recruiter earlier today that concerned me! I am hoping and believing that their approach to recruiting is not the norm. If it is, it is the wrong approach in so many ways. They started out ok in trying to give advice on why it is a bad idea to use the , “open to work” logo. They spoke about what it does psychologically when a recruiter is looking for candidates to reach out to. Where they went horribly wrong was by stating that when they look for candidates, they don’t want those who other employers don’t want. I couldn’t believe I read that. If you are reading this and that was you, please don’t comment on my post or try to defend yours. Delete yours or update it after reading this with why that is the totally wrong approach to vetting candidates. I was at a company for 14 years where layoffs were almost annual. I was never laid off and left voluntarily twice. By God’s grace, I have been good at what I do but am certainly not the best. I saw people with the only knowledge for certain software let go. People with longer tenure who contributed far more than me let go. When a company is sold, layoffs are not determined by who is better than who. It is disguised under the claim of growth for profit. How can the largest amount of salaries be eliminated quickly. Yes, they may see success in the short term with this approach if the goal is profit. In the long run, clients are cheated out of what could have been. They may still see better but will never know if better could have been greater with different choices. So, if you recruit for clients based on whether someone is still employed, stop doing that today. You are keeping your clients from interviewing the best and missing an opportunity God is trying to bless both your client and the perfect candidate applying. It blows my mind to think even if only one recruiter uses that approach and makes the wise choice to change there could be a few folks land where God intended. His plans never change. So it’s not about changing His plan. It’s about missing out on being part of His plan. Galatians 6:7-9 Thank you for being the hands and feet of Jesus to your friends when they most need you and most need to be reminded that they are seen, heard and loved by the God who made them.

In only 8 weeks, Matt used TRU's resources to transform his client base from 0% to 25% retained! "I’ve been with TRU for about 10 weeks. My firm started out as a staffing agency and over time we grew into more of a traditional search firm, 100% contingent. Our revenue was unpredictable, definitely on a roller coaster. Coming to TRU, my biggest goal was to get retained business. I knew it was possible from listening to what TRU teaches and I knew it could help make my revenue more predictable. Having the accountability of the Fast Start group and the ongoing support has made my transition to retained smoother. I shifted my thinking and my approach. I had to get comfortable knowing it wouldn’t be perfect and that I would make mistakes, and my mindset coach was a large part of that mindset shift for me. I worked through asking different and better questions, shifting my approach to one that was more consultative. Metrics during this has been key – we always focused historically on our data, but didn’t break out the 1st time interview from the rest and concentrated more on the send outs. Getting clarity on that was huge for us. As a result, we’ve gone from 0 to 25% retained in about 8 weeks. Having retained searches has given us more stability. Because of the metrics I now know that as long as I hit my number every day, I can go home and relax, knowing that we will hit our goals. It has been very liberating. TRU has gotten me out of a rut that I had been stuck in for so long. With the positive changes we’ve made so far I’ve been able to map out some pretty big goals for myself and the business. I eventually want to have a business that runs without me and I now have a roadmap to get there. I am excited again about the business, and haven’t been in a long time. Give yourself permission to make mistakes and try new things. Having the network of peers and coaches beside me and supporting me has been a real blessing." - Matt Fox #recruiter #recruiting #recruitinglife #recruiters #headhunter #executivesearch #executivesearchfirm #recruitingfirm #milliondollarrecruiter #recruiterthinktank